Management Coaches Los Angeles CA

Local resource for management coaches in Los Angeles, CA. Includes detailed information on local management coaches that give access to executive coaching, leadership development, strategic thinking, organization effectiveness, and conflict resolution, as well as advice and content on leadership styles.

7 Ways to Keep Your Team Motivated

by Kelley Robertson

Many managers mistakenly think that money is the prime motivator for their employees. However, according to surveys by several different companies, money is consistently ranked five or lower by most employees. So if money is not the best way to motivate your team, what is?

The three most important issues according to employees are; respect, a sense of accomplishment, and recognition. Yes, money is important but it is not as critical as these other components. Taking these into consideration, let's explore seven ways to keep your team motivated:

1. Involve them. Many employees want to be involved in the ongoing development and progress of their company. Plus, they often have insightful ideas that can make a significant difference in the company. And when they are involved, they buy-in faster and resist less. This means you can implement the change(s) more quickly and easily.

2. Communicate. Very few businesses can be accused of over-communicating. A frequent axiom in business is, "No news is good news." However, employees want regular updates on the progress of the business and their personal performance. Use memos, email, telephone, and one-on-one and group meetings to keep your team apprised. Talk to your team members regularly, have lunch or coffee with them, Let them know if the business is on track. Tell them what challenges are currently being faced (they may have suggestions). It is also important that you give them feedback on their performance. If you have a concern with a specific component, tell them and give them the opportunity to correct their behavior. When I worked in the corporate world I was always surprised how many employees did not receive feedback of any kind pertaining to their performance.

3. Celebrate individual and team performance. Catch people doing something right and focus on recognizing excellent performance. On an individual basis you can provide positive reinforcement, issue awards, use a corporate newsletter to highlight specific achievements. Send thank-you, birthday, and anniversary cards as well as congratulatory notes. Make personal phone calls, and send emails. Better yet, if you work in a large organization, have a senior executive send the email or make the call. To recognize team efforts, post performance charts on the wall or throw an impromptu get-together., Treat them to lunch or a pizza party, post team pictures on your Intranet and in their work environment or give them plaques, certificates, coffee mugs, etc.

Ultimately, the more of these approaches you incorporate into your motivation strategy, the more energized your team will become. Make it a point to recognize someone everyday.

4. Set challenging goals. My experience has taught me that people strive to achieve what is expected of them. If you set challenging goals your team will work hard to accomplish them, providing of course, they are realistically attainable. It is amazing what people can ac...

What Kind of Boss Are You?

By Ruby Curran

The ideal boss (read: CEO, owner, manager, or supervisor) inspires their staff to achieve and produce exceptional results for the company every day. Sometimes when we look at the don'ts the do's become more obvious.

Take an open, honest look at these four less-than-ideal types of bosses and you may find ways to begin to become the boss you'd really like to be - the boss who could be a contender for a Top 500 type of award.

The No Time Boss

You want things to happen, but don't believe you have the time to hold the employee's hand and teach them how to do the job properly.

You may even say, If I have to take the time to show employees how I want the job done, I might as well do it myself, because doing it will take a fraction of the time teaching it will.

The trouble with this thinking is, by not taking the time to teach the employee how to perform the job to acceptable standards, you're going to have to do the job forever. Think: short term pain for long term gain.

Yes, it may take repeating the instructions several times, or modifying the employee's process, before the outcome meets your expectations. But look at the big picture. Once one employee gets it they'll be able to teach it to the next person, freeing you up even further.

The My Way is the Only Way Boss

You micro manage your employees, making sure they do things exactly the way you want them done every step of the way.

You believe you've worked all the bugs out and found the perfect method for accomplishing the desired result. And maybe you have. Maybe you've spent years and mega dollars perfecting your methods.

If this is the case, explain the process you went through to develop your system. Explain why you insist on your method being followed to the letter. Most employees will respect this once they understand it.

If, on the other hand, you are convinced your way is the best way just because that's the way you've always done it, prepare to be astounded once you loosen the reins a bit.

It can be much more effective and efficient to explain to an employee what end result you expect (quality, quantity,) what restrictions they must deal with (time or budget,) and then leave them to do the job.

It's always a good idea to set up frequent check-in points to reassure yourself that the job is on target or to deal with any problems that may have come up.

The You're on Your Own Boss

The opposite of the My Way is the Only Way boss, your employees may feel they have no idea what it is you expect until it's too late.

You assign tasks or projects, but your employees just don't have enough direction to accomplish them to the standards you expect. They may feel incompetent when they have to ask you for more details or instruction.

If you have any inkling this may describe you, the solution may be to make sure the outcomes are clear. Give them ample opportunity to clarify what procedures they'll use, what...

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